The author would like to thank Dr Sonnentag and three anonymous reviewers for their insightful comments and suggestions on drafts of this article and Jyh-Jeng Wu (National United University) for his help with the data.
The Role of Self-Concept in the Mechanism Linking Proactive Personality to Employee Work Outcomes
Version of Record online: 24 DEC 2012
© 2012 The Author. Applied Psychology: An International Review © 2012 International Association of Applied Psychology
Special Section on Biological Factors in Organizational Behavior and I/O Psychology
Volume 64, Issue 2, pages 421–443, April 2015
How to Cite
Liao, P.-Y. (2015), The Role of Self-Concept in the Mechanism Linking Proactive Personality to Employee Work Outcomes. Applied Psychology:An International Review, 64: 421–443. doi: 10.1111/apps.12003
- Issue online: 15 MAR 2015
- Version of Record online: 24 DEC 2012
This study uses cognitive consistency theory to develop a model linking proactive personality to employees' work outcomes. This model was tested using a sample of 161 subordinate–supervisor dyads. HLM analysis results revealed that organisation-based self-esteem fully mediated the relationships between proactive personality and the behaviors of job performance and organisational citizenship behavior-voice and partially mediated the relationships between proactive personality and the attitudes of job satisfaction and affective organisational commitment. Furthermore, perceived insider status moderated the relationship between proactive personality and organisation-based self-esteem in such a way that the relationship was stronger for individuals lower rather than higher in perceived insider status.